Scrum: Twice the Work in Half the Time–Really? Part 1


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[Note: Originally intended to be a single post book review, but it grew to the point where I decided to make it a 2-part post. Please check back next week for the second part.]

This post was inspired by my recent read of the book, “Scrum: The Art of Doing Twice the Work in Half the Time” by Jeff Sutherland, co-creator of the Scrum Project Management method. Any book that claims to explain the secrets of ‘doing twice the work in half the time’ is either totally bogus, or is onto something worth investigating. When the author is Jeff Sutherland, co-creator of Scrum, I felt this was a book worth reading.

What I Thought I Knew About Scrum

I started my career (after a brief false start as a computer hardware design engineer) in computer software–specifically developing software to automate software development. As such, I was very interested in software and project management methods.

With my engineering background, I was an early proponent of Software Engineering and Information Engineering. These all made tremendous sense to me, and with the late James Martin’s eloquent and engaging writing and presentation style, I was a believer.  So much so that I started a company–CASE Research Corporation–to really drill deeply into how Software Engineering, Information Engineering, and especially the emerging automation tools collectively known as Computer Aided Software Engineering (CASE) were faring in practice.

What I found was decidedly mixed. While there were outstanding success stories that would make the ‘twice the work in half the time’ claim seem modest, the general acceptance of these tools and methods by the software development community was low. To be more precise, within companies whose business was software, the acceptance was quite high.  But in commercial enterprises, where software was a means to an end, rather than an end in itself, acceptance was low to non-existent. IT managers were willing to invest quite heavily in the latest and greatest CASE tools and methods, but programmers were reluctant to let go of their perceived “art”–hand coded third generation languages (mostly COBOL) and structured methods that were, at best, loosely applied.

Fast forward to today. With the context that I spend most of my time with very large IT organizations (typically from 200 to 2000 IT staff) the experience with Scrum is again, decidedly mixed. I find it to be generally stronger and more favorable in environments where software IS the business, and less so where it’s a means to an end.

A Serendipitous Find…

I usually travel with pre-selected books on my Kindle Voyage, but occasionally I let serendipity take its course. This was the case when I was en route to the elegant Château de Guermantes outside Paris for my recent Business Relationship Management Professional® training course. I had time to peruse the bookshop in the Atlanta airport and came across Scrum: The Art of Doing Twice the Work in Half the Time, by Jeff Sutherland. I rarely buy hardback books (an issue of weight and cost!) but this book was somehow speaking to me, “Buy me, Read me!”  So I did!

Before I get into the book review, let me set some expectations by revealing data from the current reviews on Amazon.com. As at this writing, with 78 reviews, the book earns just under the highest 5-star rating. 60 reviewers rate at 5 stars, 13 at 4 stars, 1 at 3 stars and 4 at 2 stars. I’m always interested in the outliers.

Why You Might Not Like This Book

The common themes among the detractors were:

  • Most are already sold on and practicing Scrum and are disappointed that it’s not a detailed “How to” book. (One reviewer was struggling to get Scrum to work!)
  • The book is more about the history and evolution of Scrum and the biography of Jeff Sutherland.
  • The book is a heavy ‘Scrum sell’ and promises to solve all the worlds problems!

Please join me next week for Part 2 of this 2-part post where I will get into why I LOVED this book, the trouble with Scrum, implications for the Business Relationship Manager, and some research I’m conducting on the implications of Scrum on the BRM role.

 

A New Way To Learn—In Style!


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The Bottom Line in Training?

Companies usually give a great deal of thought to what training they invest in, and who they choose as trainers. But they give far less thought to training location–often picking a nearby hotel for convenience and reasonable rates. This can be very short-sighted, and limit the value of the training! Here’s my recent experience–read on!

The Context–In the Hands of My Client and a Very Old Castle!

I have just returned from teaching a Business Relationship Management Professional® (BRMP®) course just outside Paris, France. This was for a client–a well known global corporation. The client had made all the local logistics arrangements, including choosing the training location. Participants were traveling to the course from across France, Italy and the Czech republic. Some of them were known to each other, but not all. They were hoping for a training experience that would provide the knowledge they needed and help them develop as a Business Relationship Management team. A couple of weeks before the scheduled training I was informed that I’d be teaching in an old castle! Oh dear–what could this mean?

Location, Location, Location!

As a trainer, choice of location is extremely important for a couple reasons:

  1. I need a facility with high quality audio-video, a very large screen, a comfortable setting, and responsive staff, capable of dealing with last minute needs and ensuring refreshments are served on time and that everything goes like clockwork.
  2. Perhaps even more important, the trainees need a comfortable room and chairs, plenty of space, and an environment conducive to learning, sharing and bonding.

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A Brilliant New Concept in Training

My client had chosen Château de Guermantes, a 17th Century listed monument, run by a company called Châteauform’. The concept is brilliant–the execution superb! No, this is not a paid advertisement. I simply want to recognize an innovative training facility, and point others to what I discovered by accident. Quoting from their website:

The Founder of Châteauform’, Jacques Horovitz, has spent more than thirty years of his professional career organising residential seminars… throughout Europe, Asia and the United States. What struck him was that, very often, the chosen venues were completely incompatible with the type of seminar organised! Sometimes it was the meeting rooms that were not suitable, sometimes the place itself: often too big, where you felt lost surrounded by other groups, weddings, business men or even families on holiday. A break or a sports activity was almost never planned during the working day: either through lack of activities offered or quite simply because there was nothing to do to relax, discuss or simply get to know one another! He also noticed the lack of flexibility with regard to meals: too long or too heavy, when they should have been light to enable people to work throughout the day, or seated when they should have been informal…

Châteauform’ finds listed buildings (stately homes, castles) that are anachronistic in terms of purpose (a home) and upkeep (expensive!) and finds a wonderful new purpose–training and seminars. (Downton Abbey fans–think about the dilemma facing the Earl of Grantham as England changed and the upkeep of the splendid family residence became unsupportable.)  Châteauform’ has created venues–houses in the country, away from the noise of the city–dedicated to business meetings, where learning and relaxation blend together and where you can take the time to reflect on and process what is being taught. I believe they obtain government subsidies for putting these treasures to good use.

As their website continues:

They are not restaurants, but spaces for communication and discussion. They are not multi-purpose rooms, but places for work and reflection. The most important part: in our houses, you are not received by hotel staff but welcomed by a host couple into their house!

Gaining Knowledge (and Weight!)

20150121_123702The food was outstanding!  (Have you ever tried training or learning when you are hungry?) Chef Patrick described the dinner and wine pairings to our group each evening. His performance was so polished that I was able to use him as an illustration in the final course module, “Powerful Communications.” He had spoken for about 10 minutes in French about the meal he’d prepared for us, and the wines to go with it. His eloquence, presentation style and non-verbal cues were such that even though I did not understand much of what he said, I was salivating for the food and really excited by the menu and wines–the power of great communication! (He did also talk to us in English, but by then I was “sold” on the meal! The English language can never do justice to fine French gastronomie.) By the way, for those whose diet requires them to avoid things such as foi gras and rich sauces, there was a plentiful supply of ‘healthy’ food.

Service That Speaks “Quality” and an Exceptional Customer Experience

I arrived Monday morning into Charles de Gaulle airport on a long flight from Atlanta, GA. Our group met for dinner that evening, and my last words to them were, “Remember, we start at 8:30am sharp–please be on time!”

Horror of horrors, the next thing I remember was waking up and looking at my travel alarm clock to see it was 8:40am!  I had blown in badly! With the quickest shower I’ve ever taken, no breakfast or coffee, and, for the first time ever, appearing in front of a client unshaven, I made it to the meeting room by 9:00am. Fortunately, my participants were good humored about my tardiness, but I knew I could not make that mistake again. I asked our hosts if there was any way to get me a really loud alarm clock–clearly with jet lag, my little travel clock was not going to be sufficient.

20150120_221645When I got back to my room, I found not one, but two alarm clocks, with large, old-style bells! I was also informed that I would get a wake-up call, just to make sure I would start the day in time for a healthy breakfast. (By the way, I learned that the hosts had driven into town to buy these clocks specially for me, and tested several different types to find the loudest!)

Designed to Relax and Network

In addition to the exquisite setting, ambiance, wonderful cuisine and superb service, the Château featured places to relax and play, including bicycles for enjoying the grounds, indoor and outdoor games, and areas to sit and chat. Bars seemed to be liberally placed and stocked–just help yourself! Even a well-stock cigar humidor for those so inclined!

20150122_190054Châteauform’ has properties all over Europe. But this post is less about an innovative company that provides exquisite facilities for training events and seminars. It’s more about thinking beyond the obvious and mundane–reaching passed the ‘usual’ to provide an outstanding training experience–one that taps into the emotions and senses to create deep learning memories for a lifetime.

 

 

Business Relationship Manager Titles–Does Size Matter?


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Once again, I received an interesting question from a reader that prompted a post. Here’s the question:

My BRM organization is going through leveling and restructuring. I have several BRM’s reporting to me and am working with very senior business executives with billion dollar business units. My peers in the IT organization have Vice President titles because they have larger organizations than mine. My BRMs sometimes feel that their titles put them at a disadvantage when engaging with their business partners. Is this a common issue?  Any suggestions for approaching this issue?

Organization Size Does Not Equate to Importance of the Leader!

This reader was caught in an interesting and relatively common dilemma! CIOs have faced issues about salary levels for years–often seen as having too many specialists, too many salary bands, and being ‘out of step’ with the rest of the company they support. Exacerbating this, IT organizations often continue to equate the importance of a leadership position (and therefore ‘level’ of that position) with the number of people in a given leader’s organization. This is, of course, a false premise–importance should have more to do with the nature of the leadership position rather than the number of folk reporting to that position (which is not only an invalid indicator of importance, but also drives dysfunctional behavior, i.e., organization size = power!)

Contemporary management thinking and leading HR practice has worked hard to flatten organizations and to break the “organization size = power” paradigm. Some roles carry more ‘weight’ than others, regardless of the number of people working for that role.

Access and Influence Are Key BRM Requirements

Of course, access and influence are earned by a BRM through their skills and behaviors–not because of their title. I’ve worked with very young and relatively low-level BRMs who wield enormous influence and gain access to the highest levels of business executive by dint of their skills and abilities.

However, some enterprises are very hierarchical in nature, and titles carry significant meaning. A BRM with the title ‘Manager’ for example might find it impossible to get on a Vice President’s calendar, while a Director or another Vice President would have no problem gaining access.

BRMs–Leverage Thy Influence and Persuasion Skills!

So, what did I advise the reader that prompted this post to do? Leverage their influence and persuasion skills and their knowledge of Business Transition Management (also known as Organizational Change Management) principles:

  1. Identify the key stakeholders in effecting a change to BRM titles/levels.  And don’t forget Human Resources as a key stakeholder!
  2. Identify What’s In It For Them (the WIFM’s) for each stakeholder by determining:
    • Problems resulting and/or opportunities missed due to the current state approach to BRM titles/levels.
    • Benefits anticipated from the future state with better-aligned BRM titles/levels.
  3. Consider moving the BRMs into the business units they represent.
  4. Identify the optimal first steps in effecting such a change to BRM titles/levels.

 

Why Will You Be Part of the World’s First Business Relationship Management Conference?


first-clipart-a_smiling_number_1_with_a_briefcase_0521-1004-3015-1200_SMUI am very proud that Business Relationship Management Institute (BRMI, which I co-founded early in 2013) is holding the highly anticipated, first ever conference for Business Relationship Managers from around the globe.

BRMConnect is being held in Portland, Oregon, starting with a reception on May 26 then continuing through May 27-28.  The event will be preceded by an optional 3-day Business Relationship Management Professional training class, and be followed by an optional one-day training class that I am leading on Business Innovation: Processes, Techniques and Tools for Business Relationship Managers.

Portland, Oregon–A “Happening Place”!

Long-term followers of my blog might recall my posts back in September, 2010 about my time in Portland–it truly is among my favorite cities in the world! Check out these three posts–two about my summer living there while I was consulting for a local company, and one with the unlikely theme connecting Portland’s street people and well-managed IT organizations! If you’ve not visited Portland, BRMConnect is a great excuse to do so. Portland is one of the most well-organized and livable cities in the US, while also being funky–or as Portland likes to say (in common with Austin, Texas), “weird.” Portland is also a great location for visiting Columbia River Gorge, wine country, Mount Hood, and the gorgeous Oregon coast. And May is a wonderful time of year to enjoy Portland and its environs.

Not Your Grandfather’s Conference Format

We have designed and structured BRMConnect to be highly interactive and entertaining, while being packed with sessions that will enrich your ability to be a more effective BRM. The event is being held at the remarkable Oregon Zoo, a wonderful facility for a memorable conference. We are incorporating elements of Open Space Technology for a productive and enjoyable event that will engage, inform and inspire you. We will also feature illuminating case studies from BRM experts, and an experiential session on how BRMs can apply lessons from the world of improvisation to their roles.

Register by February 15, 2015 for early bird discounts for the conference and for the pre- and post-conference training sessions. There will never be another first ever BRM conference–be a part of history and join BRMs from around the world, as you develop your skills, expand your network, and relax with the animals–and I mean, the zoo residents, not the other participants! (Though who knows?)

 

 

 

 

 

Graphic courtesy of Clipartpanda

When ITIL® and Other Frameworks and Methodologies Become Substitutes for Thinking


what-is-critical-thinkingThis post was inspired by a question I received via LinkedIn.  The question was:

I have been working in the IT field for over twenty years and am increasingly frustrated by the blinkered mantra of following ITIL, Prince2 etc. at the expense of Common Sense. I am often confronted by so-called trained experts in Project Management or Business Analysis who have seemingly forgotten the existence of users and all the variability that brings. The world of IT still seems to live by their own code of Hyper Importance but sadly that world has moved on.”

I very much empathize with this individual’s frustration.  As one who has spent much of his career trying to help IT organizations improve their performance, I too have been frustrated when I see good frameworks and methodologies become “a substitute for thinking” rather than being an “aid to thinking.”

5 Years to Implement ITIL®?

I’ve recently spoken with a couple of organizations that have been trying to deploy Business Relationship Management (BRM) but are having a hard time doing so because the most basic Service Management capabilities are not in place. When I asked them what they were doing to strengthen their Service Management capabilities, I was told:

We’ve been implementing ITIL for about 5 years and are still waiting to see any positive result!”

By the way, I could have replaced ITIL® with TOGAF®, COBIT, SFIAPlus, or just about any other IT framework.  Let me be clear–there is nothing inherently wrong with these frameworks. The failure here is that organizations implementing these frameworks have somehow lost sight of the end goal, and the need to move there with speed, determination and a razor sharp focus on the end outcomes. The end game is not to be a “textbook” ITIL deployment–the end game is to improve Service Management.  By definition, this has to be approached from your own context of needs, history, culture, resources, urgency, and so on.

Solving Your Issues Through Other Organizations Actions

I get frustrated with the same issues as my LinkedIn commenter.  I also get frustrated with a different type of dysfunctionality that I would classify as “Trying to solve my problem with another organization’s solution.”  This is a common trap, and one of the reasons that “best practice benchmarking” has fallen into disrepute over the last few years. The typical question I get that falls into this category goes something like:

How are other people measuring the value of Business Relationship Management?”

I’m not saying there is no value in this type of question, but in reality, other than having a sneak peak at some other company’s metrics, there is little to learn. I guess an analogy that comes to mind is that I have a pain in my left leg and go around asking people how did they treat their left leg pain?  I might surface some interesting data, but it would be a miracle if I surfaced and acted upon a treatment that actually addressed the cause of my left leg pain!

Figuring out how to measure value is a crucial activity, and in reality one that is totally context-dependent. Imagine the relationship-building value of going through a process of:

  1. Engaging your business partner(s).
  2. Finding out what their issues and challenges are.
  3. Identifying how they would determine the value you bring to the table.
  4. Determining how you can measure that value–what would be the leading indicators?
  5. Tracking results and engaging with your business partner around discussions of value delivered against needs and expectations.

You will learn so much more, and strengthen your business relationship by following a path such as outlined above than by knowing that Company X uses 6 ways of measuring value.

2014: My Blog In Review


The WordPress.com stats helper monkeys prepared a 2014 annual report for my blog.

Here’s an excerpt:

Madison Square Garden can seat 20,000 people for a concert. This blog was viewed about 61,000 times in 2014. If it were a concert at Madison Square Garden, it would take about 3 sold-out performances for that many people to see it.  The busiest day of the year was October 30th with 476 views. The most popular post that day was Key IT Roles for Driving Business Value.

People viewed my blog from 180 countries!  Most visitors came from The United States. U.K. & Canada were not far behind.

My most commented on post in 2014 was Common Failure Modes in Business Relationship Management – Part 2

Click here to see the complete report.

What Should We Be Measuring?


Why-We-Need-To-Measure-And-Understand-First-And-Then-Decide-What-To-Do-300x300A short post inspired by Ryan Ogilvie’s latest post at Service Management Journey.

I’m often asked, “What should we be measuring?” or “Can you share with me what you consider to be leading practice metrics for x?”  I’m always bemused by such requests–I sort of understand why I’m being asked, but it really does not make sense. It’s like contacting a stranger and asking, “What new car should I buy?”  Only you know what your needs are, how much you can afford, other constraints, prior history and preferences, etc.

Insight #1: If you want to know what to measure, ask your customer what is important to them!

Generally, you are measuring with a purpose–to inform, motivate, or to improve.

  • If inform is the purpose, you need to know what the recipient would most like to be informed about.
  • If the purpose is to motivate, you need some sense of what motivates/demotivates those you are trying to influence.
  • If improve is the purpose, you need to know what the customer would consider to be a worthy improvement.

Insight #2: Don’t get stuck on the same old measures!

The things you measure should change over time as your performance improves, especially if the measurement purpose is to improve.  I recall a client that had poor delivery performance–always late and over budget.  So, they started measuring and publishing delivery performance stats.

2 years later, as part of a quality management initiative, they learned from a business partner that the performance stats were being ignored as they were no longer relevant–the business trusted that systems would be delivered on time and within budget. What they really cared about (now that delivery was predictable) was time to value–i.e., not when the new system was implemented, but when it was actually delivering business value!

In short, you get what you measure. As you get it, the things you want change (sort of a Maslow’s Hierarchy!) so the things you measure should change as the customers needs evolve.

 

Graphic courtesy of Project Management Tools That Work